Casual Articles - Business

Inuit Eskimo Soapstone Carvings as Corporate and Cultural Gifts
One of the unique ways about Canadian organizations is their choice of corporate or cultural gifts. In many cases for both companies doing corporate business and political organizations conducting cultural affairs internationally is the use of Inuit Eskimo soapstone carvings from the Canadian Arctic as gifts. This is especially true for gifts to foreign individuals, organizations or heads of state. In the world of commerce, Canadian corporations doing international business abroad have brought over Inuit soapstone carvings for their current or prospective foreign business partners. Asian and European companies have accepted Inuit soapstone carvings as corporate gifts with much delight since Inuit art is as exotic to them as Ferraris are to North Americans. Indeed, when doing business in Japan or in fast growing China, Canadian Inuit art will be a very useful tool for building long term business relationships. This is also true for making inroads in

recruiter talks to the next client or applicant. This is the ultimate goal of any applicant tracking, staffing, recruiting software or whatever else you want to call it. This is what I like to call the natural process of recruiting. To me anything else takes away from the effectiveness of the recruiter.

For example, if using a resume database or any recruitment tool causes the recruiter to stop at the end of the day to 'feed' the database just to keep the rest of the executive recruiters, management and himself/herself informed then the recruiting system is not natural. The recruiter had to perform a task not related to talking to an applicant or client. The recruiter had to run back behind the lines, count noses, inform and organize for the next assault because the army was in disarray. What if the recruiter miscounts?

Notice I have not said a thing about features, even though I have spent half of my life writing them and continue to write them with all the excitement I had 20 years ago. A feature is only valuable if it suits the way a recruiter or recruiting firm works. Also, be careful that you do not get so dazzled with a feature that it takes you off of your successful game. The feature must be an enhancement to what is working for you right now. This is very hard to see and really can only be determined by using the product. Be careful of demos as they can be very misleading. A long trial period is best.

If the recruiting product

Self Fullerton Mold Remediation Versus Professional Fullerton Mold Remediation
Do you have mold in your home? If so, there is a good chance that you know that you do, as many molds can be seen by the naked eye. If you have mold in your home, it may be dangerous. That is why it is important that you get it taken care of. If you live in or around the Fullerton area, that process may be referred to as Fullerton mold remediation.When it comes to Fullerton mold remediation, you will have two different options. One of those options is to do your own Fullerton mold remediation and the other is to hire a professional to do it for you. When it comes time to make your decision, as to how you would like your Fullerton mold remediation job to be completed, you are advised to examine the advantages and disadvantages of each.Perhaps, the biggest advantage to doing your own Fullerton mold remediation job is the money that you can save. There are a number of products that you can purchase from one of your local home improvement s

Not Very! You might find that answer surprising, considering I am the president of a recruiting software company. We have been producing recruiting software for 25 years. I have also spent 25 years as a recruiter in the very competitive Los Angeles market.

I talk to a lot of recruiters every day who are trying to decide on recruiting software. There is a variety of recruiting software products out there and it seems as if a new one pops every other day. The ERE has a running Discussion group, “Finding The Right Recruiting Software”, where recruiters can ask questions and get advice from each others regarding recruiting software. I get emailed discussions daily from this group and almost every time someone mentions software that I have never heard of.

I get the feeling that many of these recruiters I talk to every day are on the wrong track. They are looking for the secret potion that will turn either themselves or their firm into a super star of the recruiting industry with the slickest resume database and applicant tracking features around.

I maintain that if you take a good recruiter or recruiting firm and make them use bad recruiting software, they are still going to be successful. Conversely if you take a bad recruiting firm and make them use good recruiting software they are still going to be a bad recruiter or recruiting firm.

When I was still recruiting during the day and writing software at night I worked elbow to elbow with fellow recruiters. I used to criticize the recruiter who was always fussing with the computer and their files. Do you know why? I’m guessing you think it is because I am so arrogant that I did not want to listen to anyone else’s ideas. You are wrong, although I do like my own ideas! The real reason, however, was that I knew this recruiter was never going to be successful and we would lose money. Time after time, year after year for 15 years, I found that the recruiters who focused on the recruiting tool and gimmicks rather than execution failed. Someone once told me that Vince Lombardi, a very successful football coach, had only about 6 plays. The success was all in the execution!

The recruiter who focuses on the execution of the client and applicant call and is always thinking of ways to improve the call is going to be successful. How you identify this type of recruiter is the subject for another article.

So, why have I spent half of my life writing recruiting software and trying to make it better? Because I love my work and the creativity of it and I know I can give a really good recruiter an edge. I know the recruiting firm will be successful with or without me but I can make a difference. I truly enjoy working with successful people and the rewards and appreciation mean so much more to me.

What makes good recruiting software? This depends on the recruiter or recruiting firm and their business model. There are a number of good recruiting software packages but fundamentally the software must be extremely easy to use, it has to focus on the execution of the client or applicant call and it has to gather information through, what I like to call, the natural process of recruiting. If the software gathers information naturally and easily it will feed into the critical element of recruiting, marketing! Recruiting software must compliment or follow the natural process of recruiting. Notice I did not say the software must be intuitive! You might ask what exactly is natural? If your applicant tracking, staffing or resume database software requires you to perform tasks that you would not ordinarily do then you must question the recruiting software. Now, I have to admit that everything you do as a recruiter might not be considered natural.

Natural or not, the recruiting process can be simplified into a few basic steps.

1. Get a job order by calling clients and recording the calls for future marketing and follow up.

2. Research a database or databases for applicants or referral sources that would be a good fit for the job order.

3. Call identified applicants and record calls.

4. Determine the applicant(s) to present and present the applicant(s) to the client.

5. Track the interview process to the point of hire and the applicant starting to work for the client.

That's right, only 5 steps! This is what is so alluring to people thinking about recruiting as a career. But any experienced recruiter will tell you that each of these steps demands a fantastic amount of skill, resources and marketing to be successful.

The job of executive search software is to make sure that each of these 5 steps can be performed without any wasted motion. Note that my emphasis is on saving recruiters time and is not on features. I cannot begin to count the features I have reviewed and discarded. They looked like a good idea at the time but simply could not stand up to the daily grind of a recruiter.

I have always said that I could take six seniors majoring in IT from any university and come up with a recruiting system in about 6 months. It would then take me about ten years to make it really work for a recruiter.

I think everyone would agree that there are many ways to perform the 5 steps. But I like to think of them performed in an ultimately natural process. We only give in grudgingly to the limitations of computer code making the recruiter do something besides talking to a qualified applicant or client.

So what would be the ultimate? Have the recruiter sit next to a phone and be told or shown who to call and be informed of the full nature and objective of the call. Have all the information available that might be needed for the call without doing anything but talking. Then when this call is finished all the follow up information regarding this call is recorded without any effort by the recruiter. Then the recruiter talks to the next client or applicant. This is the ultimate goal of any applicant tracking, staffing, recruiting software or whatever else you want to call it. This is what I like to call the natural process of recruiting. To me anything else takes away from the effectiveness of the recruiter.

If the recruiting product f

Swimming & How to Stay on Top in Business
What else would I do first thing in the morning?It's 5.50am when I jump into the pool. When the cool water hits my body I'm instantly awake. Awake enough to think,"why do I do this? I could still be in bed! Am I crazy ?"Before you say "Yes," I can hear you asking too, "why DO you do this?"Why? Because:a) I've recognized a connection between my physical fitness and mental alertness,b) because it's a great way to start the day,c) because living in cities, finding a pool has never been difficult and becaused) and this is the real reason - it allows me to eat doughnuts now and again!But this particular morning was different, this morning I was to learn a valuable idea about business................................And it all started with learning. Many years ago, when I was three or four my Mum and Dad saw my first attempts to swim were an overhead thrashing action. They arranged

fellow recruiters. I used to criticize the recruiter who was always fussing with the computer and their files. Do you know why? I’m guessing you think it is because I am so arrogant that I did not want to listen to anyone else’s ideas. You are wrong, although I do like my own ideas! The real reason, however, was that I knew this recruiter was never going to be successful and we would lose money. Time after time, year after year for 15 years, I found that the recruiters who focused on the recruiting tool and gimmicks rather than execution failed. Someone once told me that Vince Lombardi, a very successful football coach, had only about 6 plays. The success was all in the execution!

Natural or not, the recruiting process can be simplified into a few basic steps.

1. Get a job order by calling clients and recording the calls for future marketing and follow up.

2. Research a database or databases for applicants or referral sources that would be a good fit for the job order.

3. Call identified applicants and record calls.

4. Determine the applicant(s) to present and present the applicant(s) to the client.

5. Track the interview process to the point of hire and the applicant starting to work for the client.

If the recruiting product

Current Load Balancing Technology Solutions
In order to run a profitable business in the competitive world today, it is very essential for a business to have instant access to clients, information and potential future liasons. The dependibility on computers has increased to a point that any transaction without the invlovement of the technology is unimaginable.Computers have opened up new vistas that have made it possible for many small amd medium scale industries and regional applications to go global. The amount of business that can be generated is not comprehendable and the prospects are not countable.However, with the application of the technology also comes the dedicated services that are a part of the interal complexities of the system and much needed to ensure that the show goes on and that too, uninterrupted.The technology of load balancing is primarily applied to increase the existent capacity of a dedicated ‘server farm’. This application is usually accessible beyond a

uiting software packages but fundamentally the software must be extremely easy to use, it has to focus on the execution of the client or applicant call and it has to gather information through, what I like to call, the natural process of recruiting. If the software gathers information naturally and easily it will feed into the critical element of recruiting, marketing! Recruiting software must compliment or follow the natural process of recruiting. Notice I did not say the software must be intuitive! You might ask what exactly is natural? If your applicant tracking, staffing or resume database software requires you to perform tasks that you would not ordinarily do then you must question the recruiting software. Now, I have to admit that everything you do as a recruiter might not be considered natural.

Natural or not, the recruiting process can be simplified into a few basic steps.

1. Get a job order by calling clients and recording the calls for future marketing and follow up.

2. Research a database or databases for applicants or referral sources that would be a good fit for the job order.

3. Call identified applicants and record calls.

4. Determine the applicant(s) to present and present the applicant(s) to the client.

5. Track the interview process to the point of hire and the applicant starting to work for the client.

If the recruiting product

The Watchful Eye Of An Employer Can Invade The Employee's Privacy
Employers can be liable for secretly placing a video camera in an employee‘s office, even if the employer does not view any of the video. An employer must control his watchful eye and use it in limited circumstances.A California employer, who operates a residential facility for abused children, placed a camera in an office to determine who was accessing pornographic websites at night. The camera was activated at all times in the office. The employer told a few employees about the camera, but not the female employees occupying the office, because the employer feared that these talkative employees may inform the perpetrators. While the camera was activated, a female employee who occupied the office, on occasion, closed the door, pulled down the shade to show her coworker how she was recovering from child birth. The employer was tagged with invasion of the employees' privacy. It did not matter if the employer viewed the videotapes or not. The

career. But any experienced recruiter will tell you that each of these steps demands a fantastic amount of skill, resources and marketing to be successful.

If the recruiting product

How Much Do Car Washes Save by Hiring Illegal Aliens?
Have you noticed at your car wash that most of the workers are in fact illegal aliens and illegal immigrants and even the ones who may be legal do not speak English? Well this is because the car wash industry is the most notorious for hiring illegal aliens. In fact most car washes I have been to do hire illegal aliens and these carwashes have been doing it for decades right out in the open.You see they save a lot of money exploiting people and paying super low wages to these Mexicans. Indeed it is rather pathetic that car wash owners who are also notorious for skimming money from their businesses and cheating on their taxes would take even a further unethical tactics of exploitation of their workforce. Of course they do save tons of money each year hiring these illegal aliens. Most carwashes say that;“Well we did not know they were illegal aliens, we thought those documents were legitimate.”Yes well I have heard this comment, but the

If the recruiting product fits your natural style and it is a proven product with a good track record then you are almost home. Almost? Yes, if the product does not allow you to focus on using the database of information gathered for a powerful and deliberate marketing program then keep looking. Marketing is everything in recruiting!

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A church sound system is a crucial thing to almost any place where people gather to worship on Sunday mornings.

Coke and Pepsi bottle for supremacy is world renowned. But coke is undeniable leader with its trademark six and half ounce bottle. That a biggest strength for a marketing company like coke. But Pepsi exploit this strength for her own benefit and turned the strength of coke into weakness.

The need for qualified health care workers in this country will soon hit an all time high.

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